IMPLEMENTASI EVALUASI PASCA PELATIHAN PADA BALAI DIKLAT KEAGAMAAN MANADO

Abstract

Gempuran disrupsi yang begitu dahsyat telah menuntut perbaikan pelayanan publik yang begitu tinggi dan menuntun masyarakat khususnya ASN untuk terus berpangku tangan menjadi penonton di negeri sendiri. Perhelatan Industri 4.0 mengharuskan SDM aparatur segera singsingkan lengan penuhi digital talent dan digital leader. Sebaliknya mereka yang belum sesuai dengan kriteria Smart ASN harus menyadari dan mengikuti program pengembangan kompetensi yang antara lain melalui pelatihan. Untuk menjamin mutu pelatihan, lembaga penyelenggara pelatihan harus melaksanakan program evaluasi pelatihan. Karenanya, tulisan ini ingin menyoroti tiga permasalahan pokok, yaitu: (1) Bagaimana pelaksanaan Evaluasi Pasca Pelatihan (EPP) di Balai Diklat Keagamaan Manado, (2) Bagaimana model EPP di Balai Diklat Keagamaan Manado, dan (3) Apakah EPP yang dilaksanakan mampu menjawab diskrepansi kompetensi alumni pelatihan.

Melalui pendekatan kualitatif dengan menggunakan teori CIPP Stufflebeam & Shinkfield dan  teori Kirkpatrick diperoleh hasil penelitian sebagai berikut: (1) Balai Diklat Keagamaan Manado melaksanakan evaluasi pasca pelatihan sudah sesuai dengan teori dan prosedur yang ditetapkan, yaitu dimulai dari persiapan, penjukan tim penyusun instrumen, penunjukan evaluator, pelaksanaan evaluasi, diseminasi, dan pelaporan hasil secara tertulis; (2) Balai Diklat Keagamaan Manado melaksanakan EPP menggunakan model evaluasi CIPP dan model Kirkpatrick; dan (3) Hasil EPP Balai Diklat Keagamaan Manado baru sampai pada memperoleh informasi output dan outcome untuk kebutuhan memperbaiki pelaksanaan pelatihan, dan belum sampai kepada dampak positif pelatihan terhadap pengembangan kompetensi ASN yang berkontribusi pada peningkatan performansi institusi dalam pelayanan publik menuju birokrasi Indonesia berkelas dunia.

Kata Kunci: Balai Diklat Keagamaan, Evaluasi; Pelatihan; ASN, Manado

The devastating onslaught of disruption has demanded a high level of improvement in public services and has led the public, especially civil servants, to continue to stand by as spectators in their own country. The industry 4.0 event requires HR apparatus to immediately roll up their sleeves to fill digital talent and digital leaders. On the other hand, those who do not meet the Smart ASN criteria must be aware of and take part in a competency development program, which includes training. In order to guarantee the quality of training, the training organization must implement a training evaluation program. Therefore, this paper wants to highlight three main issues, namely: (1) How is the implementation of Post-Training Evaluation (EPP) at the Manado Religious Education and Training Center, (2) What is the EPP model at the Manado Religious Education and Training Center, and (3) Can the EPP be implemented addressing competency discrepancies of training alumni.Through a qualitative approach using the theory of CIPP Stufflebeam & Shinkfield and Kirkpatrick's theory, the following research results were obtained: (1) The Manado Religious Education and Training Center carried out post-training evaluations in accordance with established theories and procedures, starting from preparation, designation of the instrument drafting team, appointment evaluator, implementation of evaluation, dissemination, and reporting of results in writing; (2) Manado Religious Education and Training Center implements EPP using the CIPP evaluation model and the Kirkpatrick model; and (3) The results of the EPP of the Manado Religious Education and Training Center have only reached information on outputs and outcomes for the need to improve training implementation, and have not yet reached the positive impact of training on ASN competency development which contributes to improving institutional performance in public services towards a world-class Indonesian bureaucracy.

 Keyword: Religious Training Center, Evaluation, Training, ASN, and Manado